MORE ABOUT

You've observed by now that what we began to call attention to
since 1996, has come to pass.  You know this if you saw our

FIRST ARTICLE

TRENDS DEVELOPING WORLDWIDE
YOU MUST BE READY

THIS "MESSAGE" MAY WELL CHANGE YOUR FUTURE !

LEARN WHAT THE CHALLENGES ARE AND WHAT YOU MUST DO TO
BECOME A SUCCESSFUL MEMBER OF THE FUTURE WORK FORCE.

NOT ONLY IN THE U.S. BUT ALL OVER THE GLOBE.
THERE ARE MAJOR CHANGES WHICH AFFECT ALL WE WILL BE INVOLVED WITH
IN THE FUTURE AS WE APPROACH THE TWENTY-FIRST CENTURY .

AMERICA’S WORK FORCE HAS BEEN AND IS CHANGING IN WAYS NONE OF US EXPECTED -- SURELY NOT SO SOON!

THESE CHANGES WILL BRING ABOUT OPPORTUNITIES AS WELL AS OBSTACLES AND CHALLENGES TO INDIVIDUALS.   COMPANIES AND ALL ORGANIZATIONS -- LARGE AND SMALL WILL HAVE TO GET UP TO DATE AND TAKE ADVANTAGE 
OF THE "NEW WAYS OF DOING BUSINESS".

CONSIDER THE STILL STRONG RESTRUCTURING AND DOWN-SIZING SINCE ABOUT 1992. IT IS STILL BEING DONE AND WILL CONTINUE. THIS HAS BROUGHT A DRAMATIC REDUCTION IN THE WORKFORCE OF WHITE MALES ------ 
THOSE WHO ARE GOING TO ENTER THE JOB MARKET.

BY THE YEAR 2000 WHITE MALES BORN IN THE U.S. WILL COMPRISE 
ABOUT 15 % OF THOSE WHO GO INTO THE JOB MARKET.

IF THIS IS CORRECT (I BELIEVE IT IS) IT MEANS THAT THEY WILL BE LESS THAN
 40 % OF THE WORK FORCE --- WHICH IS LESS THAN THE PRESENT 46 %.

        A GOOD QUESTION         WHAT ABOUT WOMEN?

THEY WILL SURGE:    YES !

WOMEN, MINORITIES, IMMIGRANTS AND OLDER EMPLOYEES -- 
THEY WILL ALL BE LOOKING FOR WORK.

THIS WILL RESHAPE THE WORK FORCE IN THE U.S.     

IT WILL BE EFFECTIVE ...... " FOR RACE, SEX AND AGE"    

THINK WHAT THIS DIVERSITY WILL MEAN AS IT FORCES COMPANIES
 AND ORGANIZATIONS TO SEE THE DISTINCTIVE VALUES AS WELL
AS THE NEEDS OF AND CULTURAL BACKGROUNDS OF
ALL WHO PARTICIPATE IN THE FUTURE.

THIS IS A MAJOR MESSAGE
FOR AND TO ....  THOSE WHO MANAGE ---
BOTH FOR SMALL AND LARGE ORGANIZATIONS ---

THEY WILL HAVE TO (must really) ACCOMMODATE ALL WORKERS --

MEN AND WOMEN,
WHITE AND MINORITY,
THOSE BORN IN THE U.S.
AND THOSE FOREIGN BORN.
ALSO, THE YOUNG AND THE OLD.

THIS WILL BE SO
IF WE ARE TO HAVE A STABLE WORK FORCE,
MAINTAIN OUR COMPETITIVENESS,
AND FILL THE REQUIREMENTS OF OUR EMERGING ROLE IN ALL AREAS.

PUTTING IT SIMPLY --
ORGANIZATIONS WILL HAVE TO TAKE A DIFFERENT
AND MORE FLEXIBLE APPROACH TO MAKE THINGS RUN PROPERLY
AND TO GET SUCCESSFUL RESULTS.

WHAT IS HAPPENING TO OUR      YOUNG-WORKER SUPPLY ?

IT IS REPORTED THAT THE WORK FORCE WILL ONLY
INCREASE BY LESS THAN 1.5 % DURING THE NEXT TEN YEARS. 

THIS IS SUPPOSEDLY THE LOWEST RATE OF GROWTH SINCE 
THE DEPRESSION OF THE 1930'S.

IN 1995 THE SUPPLY OF TEEN-AGED WORKERS WAS ABOUT 20 % BELOW 
WHAT IT WAS IN 1975.

BY THE YEAR 2000, YOUTHS WILL ACCOUNT FOR ONLY 16 %, 
DOWN FROM 20 % IN 1986.

THE HARDEST HIT BUSINESSES WILL BE THOSE THAT USUALLY DEPEND 
ON YOUNG, LOW-WAGE WORKERS, -- FOOD-SERVICE, TOURISM AND 
HOSPITALITY INDUSTRY ORGANIZATIONS -- SUCH AS HOTELS.

WHAT HAVE WE BEEN SAYING HERE ?

SIMPLY THAT THE WHOLE NATIONAL WORK FORCE WILL BE RE-SHAPED BY 
THE NEXT CENTURY AND IT WILL BE IN TERMS OF SEX, RACE, AND AGE.

 THE LABOR WORKFORCE IS INCREASINGLY BECOMING "MIDDLE AGED".

DO YOU REALIZE HOW TRUE THIS IS ?
THOSE BETWEEN THE AGES OF 25 AND 55 WILL ACCOUNT FOR OVER 70 %
OF THE WORK FORCE. THIS IS UP FROM AROUND 65 % IN 1985 / 1986.

EMPLOYERS WILL SURELY NEED TO OFFER HIGHER WAGES ----- 
AND BETTER BENEFITS IN ORDER TO FIND AND KEEP 
QUALIFIED EMPLOYEES.

WHAT WILL THIS DO TO SUCH "BENEFITS" AS CHILD CARE AND
EXTENDED LEAVES OF ABSENCE WITHOUT PAY?  THESE MAY HAVE
TO BE THE "COMMON THING TO GIVE TO EMPLOYEES".

THESE WILL BE AS IT IS NOW FOR VACATIONS AND MATERNITY LEAVE.

WILL THIS IS A BIG BOON FOR OLDER WORKERS AND RETIRED PEOPLE?

YES !   THERE IS MUCH TO SUGGEST THIS WILL BE SO !!!

COMPANIES HAVE HAD AN ABUNDANCE OF READY AND WILLING WORKERS 
IN THE PAST -- BUT, NOW THEY WILL HAVE TO ADJUST TO A WORKING 
GROUP THAT IS BOTH SMALLER AND MORE DEMANDING ABOUT 
THE TYPE OF WORK IT IS WILLING TO DO.

A MAJORITY OF OLDER PEOPLE DO PREFER TO CONTINUE SOME
 SORT OF EMPLOYMENT AFTER RETIREMENT -- THEY WILL
CONSIDER IF IT IS UNDER THE "RIGHT CONDITIONS".

THESE CONDITIONS CAN INCLUDE:

WORK HOUR FLEXIBILITY, DOING CONSULTING, JOB SHARING AND WORKING FROM "HOME BASE".

JOBS THAT NEED SEASONED JUDGMENT WILL JUSTIFY THE REASONS
OLDER WORKERS WILL BE NEEDED.  

GENERALLY, THEY DO HAVE GOOD REASONING ABILITY AND LESS SPEED.

THE SPEED AND INNOVATIVE METHODS OF THE YOUNG ARE GOOD --
BUT IT TAKES TIME ***** AND A LOT OF EXPERIENCE.

GENERALLY SPEAKING, OLDER WORKERS ARE IDEA FOR THE ROLE 
OF A MENTOR OR TRAINER FOR NEW EMPLOYEES.

THEY ARE GOOD COUNSELORS.  THEY CAN HELP AT LONG-RANGE PLANNING.
THEY CAN NEGOTIATE AND DO OTHER WORK THAT REQUIRES KNOWLEDGE,
MATURITY AND THEY HAVE STABILITY AND WORK WELL WITH OTHERS.

THE YEARS TEACH OLDER WORKERS AND PEOPLE THAT THIS IS A MUST.

IT ALSO GIVES THEM WHAT IS SO COMMONLY SPOKEN OF TODAY 
AS "SELF ESTEEM" --

I SAY IT GIVES THEM A SENSE OF WORTHINESS FOR THEMSELVES.
IT’S GREAT TO BE ALIVE AND STILL BE PRODUCTIVE TO HUMANITY.
(that's one of the reasons I am a counselor for SCORE)

WE HAVE MADE IT FAIRLY CLEAR THAT BUSINESSES WILL NEED A LARGER 
SUPPLY OF OLDER WORKERS TO HELP COMMUNICATE WITH A CUSTOMER
 BASE THAT IS BECOMING OLDER.  EVEN THE "BABY BOOMERS"
ARE "GETTING OLDER" AND MUST BE CONSIDERED.

THAT MEANS THEY ARE INCREASINGLY MORE DEMANDING
OF QUALITY OF PRODUCT AND FOR GOOD, COURTEOUS SERVICE.

IN 1995 1996 ***** THIS  WAS NEEDED UNDERSTANDING

NOW CHECK THIS OUT --- IT’S ABOUT "WOMEN IN THE WORKFORCE"......

ABOUT 10 MILLION OF THE EXPECTED 15 MILLION NEW WORKERS
WILL BE ‘ENTRANTS" (TO THE WORKFORCE)  ... 
and they .... WILL BE WOMEN ?

THIS IS BY THE YEAR 2000.
IT WILL INCREASE WOMEN’S SHARE OF
ALL EMPLOYEES FROM ABOUT 44 % NOW --- TO AROUND 47 %.

THE PREDICTION IS THAT 63 % OF WOMEN AGED I6 OR OLDER 
WILL BE IN THE LABOR FORCE, UP FROM 57 % NOW.

IN THE SMALL BUSINESS ARENA,  51 % WILL BE WOMEN. 

   SHOULD I ADD AN "ASIDE" HERE?  WAS I LUCKY OR WHAT -- 
MARY AND I HAD FOUR DAUGHTERS.
WOW.     GOT IT MADE, ... or what ?......

THERE IS GOING TO BE A SHORTAGE OF YOUNGER WORKERS.

THIS WILL CAUSE COMPETITIVE PRESSURES
WHICH WILL FORCE COMPANIES TO PROVIDE
WOMEN WITH EQUAL ACCESS TO EMPLOYMENT OPPORTUNITIES.

YOU CAN BET THAT THIS WILL ALSO GIVE MUCH MORE ACCESS TO IMPORTANT,
PIVOTAL JOBS THAT WILL LEAD UP THE CORPORATE MANAGEMENT LADDER
-- INCREASING REPRESENTATION IN HIGH-PAYING FIELDS.

PICTURE THE BIG COMPETITIVE EDGE THAT IS GAINED BY
ORGANIZATIONS THAT FOCUS ON RECRUITING AND
RETAINING WOMEN BY ENHANCING FEMALE JOB
SATISFACTION AND MOTIVATION.

PARENTAL LEAVE ---- WELLNESS PROGRAMS ---
JOB SHARING AND FLEX ARRANGEMENTS ----
(FLEX-TIME, FLEX-PLACE AND FLEX-SCHEDULE)
TO MEET THE SPECIAL NEEDS OF WORKING WOMEN.

NEW THOUGHT:    IMMIGRANTS AND MINORITIES......

ASIAN, BLACKS AND HISPANIC WORKERS
COVERED ABOUT 20 % OF THE WORK FORCE BACK IN 1986,
AND THIS GROUP WILL BE UP TO AROUND 26 % BY 2000.

BUT KEEP IN MIND THAT THOSE LEAVING THE WORK FORCE ARE 
MOSTLY WHITE, ----- MINORITIES WILL ACCOUNT FOR MORE 
THAN 50 % OF ALL LABOR FORCE GROWTH.

HISPANICS (They are expected to displace  BLACKS as the largest  MINORITY GROUP)
WILL GROW TO ABOUT 30 % OF THE ADDITIONS,
THE BLACKS AROUND 17 % AND
THE ASIAN-AMERICANS MAY BE 11 %.

IMMIGRANTS WILL REPRESENT THE LARGEST PORTION OF NEW WORKERS.
MORE THAN AT ANY TIME SINCE WORLD WAR I.

OVERALL, HISPANICS WILL BE 10 % OF ALL WORKERS BY 2000
(COMPARED TO 7 % IN 1986) -- BLACKS WILL BE 12 %,
AND ASIAN-AMERICANS MERELY 4 %.

ABOUT FACING THE             MAJOR DEFICIENCIES:

  EDUCATION !  

TO GET AND HOLD A "JOB" IN OUR COMPLEX TECHNOLOGICAL SOCIETY
IS GOING TO BE DIFFICULT AS SO MANY OF THE NEW ENTRIES TO 
THE JOB MARKET WILL HAVE INSUFFICIENT EDUCATION.

GENERALLY, ONE IN FIVE ADULT AMERICANS IS ILLITERATE,
AND 2.5 MILLION ADDITIONAL ILLITERATE WORKERS --
MANY OF THEM IMMIGRANTS --
ENTER THE NATION’S LABOR FORCE EVERY YEAR.

IT IS GOING TO GET EVEN WORSE !
THIS SKILLS-GAP IS CRITICAL FOR WHAT THE U.S. HAS MOVED INTO:

AWAY FROM A GOODS-BASED TO A SERVICE-BASED ECONOMY.

THE "MODE " OF OPERATIONS AND PRODUCTION IS FAST SHIFTING FROM A TASK-RELATED, ON-THE-JOB TRAINING,  TO THE NEED FOR WORKERS 
WITH ADVANCED LITERACY AND COMMUNICATIONS SKILLS.

IT IS UNFORTUNATE THAT THE AMERICAN EDUCATIONAL SYSTEM
HAS NOT DONE THE JOB.

THEY HAVE NOT IMPROVED TO MEET THE DEMAND FOR BETTER
AND MORE BROAD-BASED JOB SKILLS.

THERE HAS BEEN WHAT I CALL AN "EDUCATIONAL MELTDOWN"
AS THE GAP BETWEEN THE LEVEL OF SKILLS THAT INDUSTRY NEEDS |
AND THAT WHICH NEW ENTRANTS POSSESS
CONTINUES TO GET WIDER.

ESTIMATES ARE THAT LESS THAN 50 % OF TODAY’S 20-25 YEAR OLDS
HAVE THE ABILITIES THAT THREE OUT OF FOUR FUTURE
JOBS WILL HAVE TO HAVE -- SUCH AS

READING INSTRUCTIONS,      ANALYZING DATA,

AND OPERATING A COMPUTER.

WHAT CAN THE U.S. EXPECT WHEN SO MANY OF OUR YOUNG PEOPLE
DO NOT EVEN COMPLETE THEIR HIGH SCHOOL EDUCATION ?

THE HIGH-SCHOOL DROP-OUT RATE IS NOW
AROUND 15 % AMONG WHITES.
IT IS APPROXIMATELY 18 % AMONG BLACKS
AND NEARLY 29 % AMONG HISPANICS.

THE DROP-OUT RATE IS HIGHEST AMONG THE TWO GROUPS EXPECTED 
TO ACCOUNT FOR SOMEWHERE AROUND 47 OR 48 % OF NEW WORKERS.

BUSINESSES  NEED TO CREATE ENTRY-LEVEL
TRAINING PROGRAMS FOR MINORITY WORKERS AND OTHERS,
AND GO INTO GOOD PARTNERSHIPS WITH EDUCATIONAL INSTITUTIONS
TO PRODUCE WELL-TRAINED EMPLOYEES.

IT WILL  BE NECESSARY FOR BUSINESSES
TO DEVELOP EDUCATIONAL ARRANGEMENTS
THAT WILL BE FIRM-SPECIFIC  ... (RELATE TO "THEIR BUSINESS").

THESE HAVE TO BE REMEDIAL EDUCATION AND TRAINING PROGRAMS
TO HELP MINORITIES (AND PARTICULARLY IMMIGRANTS) SO
THEY PARTICIPATE FULLY IN THE AMERICAN WORK FORCE.

IF THEY DO NOT DO THIS --- THEY WILL NOT BE ABLE TO CAPITALIZE 
(TAKE ADVANTAGE OF) ON WHAT COULD BE A POWERFUL
 SOURCE OF PRODUCTIVITY.

THE MULTI-CULTURAL WORKFORCE

THE FUTURE LABOR SUPPLY IN THE U.S.
WILL HAVE A STRONG PRESENCE
BY THE IMMIGRANTS AND MINORITIES.
(This has been covered in more detail earlier in this  presentation).

A LOT OF ANXIETY WILL BE CREATED BY INSENSITIVITY TO CULTURAL DIFFERENCES AND THIS WILL BRING ABOUT FRUSTRATION FOR 
MANAGERS AND WORKERS AS WELL.

A SOLUTION WILL BE IF THE MANAGERS GET ADEQUATE 
INFORMATION ABOUT THE EMPLOYEES’ CULTURAL BACK-GROUNDS
 AND VALUE SYSTEMS.

HERE ARE SOME TIPS  ... and ...  SUGGESTIONS --
TO HELP all of THIS MATERIALIZE and BE SUCCESSFUL:

DON’T STEREOTYPE ANYONE FROM ANY IMMIGRANT, MINORITY OR 
ETHNIC GROUP AS A SHIFTLESS, A DOLE TAKER OR A JOB STEALER.

 ACCORDING TO TAX RECORDS, AFTER ABOUT FIVE YEARS,
IMMIGRANTS END UP PAYING MORE TAXES THAN "REGULAR AMERICANS".
THEIR CONTRIBUTIONS EXCEED THE VALUE OF THE SERVICES THEY RECEIVE.

DON’T TRY TO BE "ONE OF THEM". 

BE EMPATHETIC, COMPASSIONATE, BUT BE YOURSELF.

 DON’T IMPOSE OR PROJECT YOUR OWN CULTURE AND 
VALUE SYSTEM ON OTHERS.

  SHOW THEM BY WHAT YOU DO AND SAY, THAT YOU ARE PROVIDING 
THEM WITH A SENSE OF PSYCHOLOGICAL SAFETY.

 HELP THEM (when needed) IN THE ACCULTURATION PROCESS.
(as they become more comfortable fitting  into the  AMERICAN WAY of things)

  SHOW RESPECT FOR THEIR CULTURE AND VALUES.

DO LISTEN TO THE VIEWS OF MINORITY WORKERS AND MAKE THEM KNOW 
THAT THEY ARE INCLUDED IN YOUR FORMAL AND INFORMAL NETWORKS.

 GET THEM INVOLVED -- AT THEIR OWN PACE !

***********************************

NOW FOR MY "LAST WORDS" ON THE SUBJECT

FINALMENTE !

COMPANIES THAT LEARN TO MANAGE A DIVERSE WORK FORCE
WILL HOLD SEVERAL COMPETITIVE ADVANTAGES.

A - THEY WILL BE RESPECTED BY PEERS AS BEING GOOD EMPLOYERS,
AND WILL CONSEQUENTLY HAVE A BETTER OPPORTUNITY TO 
RECRUIT AND RETAIN THE BEST TALENT IN THE NEW LABOR 
POOL TO HELP FILL THE SKILLS GAP.

B - SUCH DIVERSE WORK FORCES AS WE HAVE BEEN DISCUSSING        
BRING A BROAD SPECTRUM OF

INTERESTS, POINTS OF VIEW AND WAYS OF
DOING THINGS TO and for A FIRM.

THIS RICH MIX OF IDEAS CAN OFFER FRESH PERSPECTIVES TO THE SOLUTION
 OF PROBLEMS, AND ENCOURAGE THE EMERGENCE AND GROWTH 
OF CREATIVITY AND INNOVATION.

THIS IS WHAT THE EMPLOYER NEEDS AND WANTS!

 C - IN A COMPANY WHERE ALL IS ON THE ‘UP AND UP"  (FAIR AND SQUARE)
SORT OF WHAT IS KNOWN AS A HETEROGENEOUS WORK FORCE --
NO ONE HAS AN ADVANTAGE BECAUSE OF
RACE, SEX, ETHNIC ORIGIN, CREED OR AGE.

IN THIS TYPE OF COMPANY ,
THERE WILL BE A  GREATER SENSE OF MOTIVATION AND
COMMITMENT FROM THEIR EMPLOYEES.

F I N I S         Hopefully not TOO LONG !

Presented by: amicos

ORIGINAL DONE IN OCT 1995

UPDATED = MARCH 1997....... and re-viewed in 1999 --- 
 and "some" re-view also done on June 23, 2002.

First 2000 Message 

IT'S AMAZING HOW CLOSE ALL OF THE PRECEDING WAS AND IS TO REALITY !

If you have come this far, I feel that I should at a minimum, at one of my latest
Health Improving Information web sites.  

It will "bring you UP TO DATE --- now it is late 2003.

HERE IT IS

enjoy and benefit

There will be more to add = MBA utilizes this site as an expanding vehicle for
Health Improving Information, Supplements and Products.

This has become one of our most inclusive presentation to 
HELP HEATH SUFFERERS who still search for H E L P.

At MBA we believe that natural 
problems are often solved with nature's solutions.

There also are things where technology has the answer.

You Are Visitor
LAST UPDATE      November, 2003

<BGSOUND="AUDIO downunder.mid?>